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Company outing in TV-L: Your rights and obligations!
Planning a company outing or unsure if you have to participate? The collective agreement for the public service of the federal states (TV-L) includes some important points to consider. Find out how your rights are protected and what leeway your employer has. Do you need individual advice on your company outing? Get in touch with us here.
The topic, briefly and concisely
Participation in a company outing under TV-L is essentially voluntary, and employees must not be forced to participate.
Company outings that occur within regular working hours are considered working time and should be compensated accordingly. Take advantage of the tax allowances of up to €110 per employee.
Clear communication about the voluntary nature, working time regulations, and insurance is crucial to avoid misunderstandings and enhance employee motivation.
Find out if your employer can require you to attend the company outing and what rules apply to vacation, working hours, and insurance coverage. Get informed now!
A company outing is more than just a pleasant day out; it can significantly enhance employee motivation and team building. But what does this mean specifically in the context of the TV-L (collective agreement for the public service of the federal states)? This article provides you with a comprehensive overview of your rights and obligations as a public service employee when it comes to company outings. We explore the legal framework, participation conditions, working time regulations, as well as financial and insurance aspects, so you can make the most of the potential of company outings.
Why company outings are relevant in the TV-L: Strengthening the team and work atmosphere
A company outing is an employer-organised event for employees that aims to strengthen the sense of community and improve the work atmosphere. In the TV-L context, it is crucial to understand how such outings are regulated by the collective agreement and what special features exist. The TV-L sets the framework for working hours, holidays, and remuneration, which are also relevant during company outings. The relevance in the TV-L is evident in its distinction from other collective agreements and the significance of the TV-L in shaping company outings. Utilise company outings to promote job satisfaction and team cohesion.
Legal foundations for company outings in the public service: What you need to know
The legal framework for company outings in the public service is based on statutory foundations and collective agreement provisions. It's crucial to understand the importance of operational agreements and established practice. An established practice occurs when an employer grants certain benefits or perks over a prolonged period without it being expressly agreed upon in a contract. This can also apply to company outings if they occur regularly. Information on the collective agreements in the public service can be found at gesetze-bayern.de. The free choice to participate is fundamental here. Ensure that your company outings comply with legal requirements to avoid potential conflicts. Adhering to the TV-L collective agreement provisions is essential to safeguard both the employees’ and employer's interests. This includes the correct handling of working hours, holiday entitlements, and remuneration issues in connection with the company outing. Clear communication and transparent regulations are crucial in this regard to prevent misunderstandings and dissatisfaction.
Voluntary participation, full working hours: How to organise company outings in a fair and transparent manner
Participation in a company outing is generally voluntary. Employees have the right not to attend without facing any disadvantages. However, there are also regulations regarding working hours during the outing that must be observed. It is important to know your duties and rights to avoid misunderstandings. Communicate clearly and explicitly that participation is voluntary to promote a positive work atmosphere.
Obligation and Right to Participate: Voluntariness as a Basis for a Positive Work Environment
The voluntariness of participation is a central aspect. Every employee has the right not to participate. Exceptions may apply to emergency services where attendance is required. The approach to non-participants is clearly regulated: they are obliged to perform their work in the company. The employer must ensure that work opportunities are provided. Further information on leave arrangements for company outings can be found at Haufe. Ensure that non-participants can carry out their regular work and do not experience any disadvantages. Guaranteeing the work performance of non-participating employees is not only a legal obligation but also a sign of respect and appreciation for their decisions. It is important for the employer to create alternative work opportunities that allow employees to fulfill their tasks without impairment. This can be done, for example, by assigning projects, processing backlogs, or supporting other teams.
Working Hours During the Company Outing: Clear Regulations for Fair Compensation
A company outing is counted as working time if it takes place within regular working hours. This means that the time spent during the outing is considered regular working time and remunerated accordingly. Part-time employees are paid up to their regular working hours. Overtime and weekend work are generally not compensated, as participation in evening or weekend events is voluntary. According to younited.de, the company outing is considered working time when it falls within the normal working period. It is important that the employer enables non-participating employees to work. Brainstorming for the next company outing can also take place during working hours. Plan the company outing during regular working hours to ensure fair compensation and increase motivation. Correct recording and remuneration of working hours during the company outing is an important aspect of employee satisfaction. It is advisable to establish clear regulations in advance and communicate them transparently to avoid misunderstandings and dissatisfaction. This also includes considering employees' individual work models, such as part-time or flexible working hours.
No extra day off, but clear rules: Holiday and illness during company outings
An office outing does not result in additional days off. If an employee is on holiday during an office outing, there is no entitlement to extend the holiday or take additional days off. It is important to know that the employer cannot force participation through a holiday directive, unless there is no alternative employment opportunity for the employee. Inform your employees transparently about the holiday regulations related to office outings.
Holiday during the office outing: No additional days off, clear rules
If you are already on holiday during the office outing, you are not entitled to additional days off. The holiday is considered taken, and there will be no extension. This is an important regulation that must be observed in the TV-L context. The employer may not force participation through a holiday directive, except in exceptional cases where there is no other employment opportunity available. Note that a previously approved holiday is not interrupted by participation in the office outing. Clear communication of this regulation helps to avoid misunderstandings and ensures planning security for staff. It is advisable to make this information accessible to all employees prior to the office outing, for example, through an internal memo or a note on the registration confirmation.
Reporting sick on the day of the office outing: Submit a medical certificate if necessary
If you are ill on the day of the office outing, you must submit a medical certificate if the employer requires it. The usual rights and obligations in the event of illness apply. The employer can demand a certificate to ensure that the sick leave is justified. It is advisable to report to the employer in a timely manner in case of illness and provide the necessary evidence. Note that in the event of illness, the submission of a medical certificate may be required if the employer requests it. The usual regulations apply in the event of illness; acquaint yourself with the company’s sick leave policies. Adhering to the company's sick leave policies is in the interest of all parties involved. It allows the employer to understand the employee's incapacity and, if necessary, take measures for representation. At the same time, it protects the employee from unjustified accusations or sanctions. Open and honest communication in case of illness helps to strengthen the trust between employer and employee.
Plan your budget cleverly, save on taxes: How to get the most out of your company outing
The costs for a company outing can be varied. It is important to know the financing options and consider the tax aspects to avoid unnecessary costs. Transparent budget planning helps to keep track and ensure that all employees can benefit from the advantages of the outing. Plan your budget carefully and take tax advantages into account to optimise costs.
Financing options: Make funds usage transparent
The employer has some discretion in the allocation of funds when budgeting. The decision on how the funds are used can be delegated to an organisational team. Employee participation is permitted, with transparent communication of the cost structure being important. The employer can delegate the use of funds and inform employees transparently about the costs. You can find discussions on budget allocation at oeffentlicher-dienst.info. Include your employees in budget planning and communicate transparently about the costs. Involving employees in budget planning promotes understanding of the financial framework and allows them to contribute their wishes and suggestions. Transparent communication of the cost structure builds trust and avoids misunderstandings. This can be done, for example, by publishing a detailed cost plan or by regularly informing them about the current state of budget planning.
Tax aspects: Make optimal use of allowances and observe documentation obligations
There are allowances and flat rates that must be considered in the tax treatment of company outings. The maximum amount is €110 gross per employee and event, with a maximum of two events per year being tax-free. There is a documentation obligation in the form of a list of participants. Only the excess amount is taxable. It is important to strictly observe the tax regulations to avoid paying unnecessary taxes. According to likedeeler.net, services provided during a company outing are tax and social security-free up to a certain amount. A checklist for the company outing can help with planning. Make optimal use of tax allowances and maintain careful documentation to save taxes. Knowing the tax regulations and complying with the documentation obligations are crucial to fully leverage the financial benefits of company outings. It is advisable to inform yourself in advance about the current allowances and flat rates and to keep a detailed list of participants to provide evidence to the tax office. Professional advice from a tax consultant can be helpful in this regard.
Better safe than sorry: Ensure accident insurance coverage for company outings
Insurance coverage during a company outing is an important aspect that is often overlooked. Statutory accident insurance applies under certain conditions, and the employer's liability insurance also plays a role. It is advisable to additionally have private insurance to be comprehensively protected in the event of an accident. Ensure that your employees are adequately insured during the company outing.
Statutory accident insurance: Protection at official events
Statutory accident insurance applies at official employer events, for accidents during the official duration of the event, and on the direct route to and from the company outing. Conditions for insurance coverage include eligibility for participation for all employees and the participation of company management or a representative. It is important that the company outing qualifies as an official employer event to ensure insurance coverage. Ensure that the company outing qualifies as an official event to guarantee statutory accident insurance coverage. Official recognition of the company outing as an employer event is crucial for employee insurance coverage. This includes the formal invitation of all employees, the participation of company management or a representative, and conducting the outing within the scope of the company's interests. Clear documentation of these aspects is advisable to be able to prove insurance coverage in the event of an accident.
Employer's liability insurance: Supplemental protection for all eventualities
The employer's liability insurance provides supplemental protection and covers damages to third parties. It applies when employees cause damage during the company outing for which the employer is liable. Private accident insurance offers additional protection for voluntary activities after the official part of the company outing. According to likedeeler.net, participants in a company outing are generally insured by the employer. For outdoor team-building activities, insurance coverage should be particularly reviewed. Supplement insurance coverage with private accident insurance, especially for high-risk activities. The private accident insurance offers additional protection for employees, especially for activities that go beyond the framework of the company event. This can be the case, for example, with sports activities or excursions during leisure time. It is advisable to inform employees in advance about the various insurance options and give them the opportunity to insure themselves individually.
Careful Cancellations: How to Avoid Demotivation When Cancelling Company Outings
The cancellation of company outings can have legal consequences, especially if there is a longstanding tradition. In such cases, a claim may arise due to established practice. It is important to carefully examine the reasons for a cancellation and to inform employees transparently. Communicate cancellations early and transparently to avoid demotivation.
Cancellation of Company Outings: Legal Consequences and Transparent Communication
With a longstanding tradition, legal consequences may arise, as a possible claim due to established practice may exist. Reasons for a cancellation may include economic reasons or political decisions. It is important to inform employees transparently and to explain the reasons for the cancellation. The cancellation of a company outing can lead to demotivation. Examine the legal consequences of a cancellation and inform your employees early about the reasons. Early and transparent communication of the reasons for the cancellation is crucial to maintain employee trust and avoid demotivation. It is advisable to involve employees in the decision-making process and give them the opportunity to express their opinions. This can occur, for example, through a staff meeting or an online survey.
Established Practice: Clearly Communicate Voluntariness to Avoid Claims
A claim can arise if regular implementation has occurred over several years. To avoid established practice, voluntariness must be clearly communicated. Consequences of non-compliance can include employee demotivation and potential costs due to dissatisfaction. It is advisable to involve employees early in the planning and to consider their wishes and suggestions. The voluntariness must be clearly communicated to avoid established practice. Clearly and explicitly communicate the voluntariness of participation to avoid established practice. The clear communication of the voluntariness of participation is an important step to avoid established practice. This can be done, for example, through a note on the invitation to the company outing or by an appropriate clause in the company agreement. It is advisable to regularly inform employees about the voluntariness of participation to ensure they are aware.
Teambuilding instead of politics: How to make company outings goal-oriented and transparent
It is important to clearly differentiate a company outing from political education. The primary aim should be team building, and political content should be avoided. Civil servants do not generally have a right to educational leave, and the audit offices closely monitor the use of funds. Focus on team-building activities and avoid political content to increase acceptance.
Differentiation and Purpose: Team Building as the Primary Goal
It is important to distinguish between team building and political education. The permissibility of political content is limited. The focus should be on strengthening the sense of community and improving the working atmosphere. Political content should be avoided to maintain neutrality. Focus on activities that strengthen the community spirit and improve the working atmosphere. The choice of activities should be based on the needs and interests of the employees and aimed at strengthening the sense of community and improving the working atmosphere. This can be achieved, for example, through team-building games, joint sports activities, or cultural outings. It is advisable to involve employees in the planning process and consider their wishes and suggestions.
Educational Leave for Civil Servants: Special Regulations and Transparent Use of Funds
Civil servants do not have a general entitlement to educational leave. There are special regulations and exceptions, which must be examined individually. Monitoring by audit offices is intended to prevent the misuse of taxpayer money and ensure transparent use of funds. It is important to document the use of funds transparently and ensure compliance with legal requirements. The political nature of the trip can influence eligibility. Observe the special regulations for civil servants and document the use of funds transparently. Transparent documentation of the use of funds is a key step to ensuring compliance with legal requirements and gaining the trust of employees and the public. This includes detailed recording of all expenditures and justification of the necessity of individual measures. It is advisable to regularly review the documentation and make adjustments if necessary.
Successful Company Outings in TV-L: Know Your Rights, Boost Motivation, Strengthen the Team
A company outing in the TV-L context offers many opportunities but also some challenges. It is important to know the rights and obligations of employers and employees and to ensure clear communication. Careful planning and execution, taking into account the legal framework, are crucial for success. Use company outings to boost employee motivation and strengthen team spirit.
Summary of key points: Rights, obligations, and clear communication
It is essential to know the rights and obligations of employers and employees and to ensure clear communication. The importance of clear communication should not be underestimated. Open and honest communication helps to avoid misunderstandings and strengthens trust between employers and employees. Pay attention to clear communication and consider the rights and obligations of all parties involved. Open and honest communication is a key factor for the success of company outings. This includes timely informing employees about all relevant aspects of the outing, considering their wishes and suggestions, and transparently answering their questions. Clear communication helps to avoid misunderstandings and strengthens trust between employers and employees.
Recommendations for planning and execution: Legal certainty and employee motivation
In planning and execution, the legal framework should be considered, and employees should be involved in the planning. It is important to ensure insurance coverage and to note the tax aspects. Careful planning and execution contribute to making the company outing a complete success and sustainably increasing employee motivation. Our tips for company outings for large groups help with organization. Involve your employees in planning to create an unforgettable and motivating company outing. Involving employees in planning is a crucial factor for the success of company outings. This allows for their wishes and suggestions to be taken into account and ensures that the outing meets their needs. Active employee participation also promotes a sense of community and identification with the company. GoTuro is happy to assist you in planning and executing your next company outing. We offer tailor-made party trips and are here to advise you to ensure your outing is a complete success.
A well-planned company outing can boost employee motivation and strengthen team spirit. If you are looking for support in planning your next company outing, we at GoTuro are happy to help.
Company outings in TV-L: Investment in motivated employees
More useful links
On gesetze-bayern.de you can find information about public service collective agreements.
The Bundesministerium für Arbeit und Soziales offers information on working hours and safety.
FAQ
What are the main legal foundations for company outings in the TV-L?
The main legal foundations are the collective bargaining law of TV-L, the Working Hours Act, and the company practice, if company outings are held regularly. Participation is generally voluntary.
Is a company outing in the TV-L considered working time?
Yes, if the company outing takes place within regular working hours, it counts as working time and is remunerated accordingly. Overtime for voluntary evening events is generally not compensated.
Do I have to take leave if I do not want to participate in a company outing?
No, employees cannot be forced to take leave if they do not wish to participate in a company outing. The employer must provide alternative work opportunities.
Is there financial support or tax allowances for company outings in the TV-L?
Yes, there are tax allowances of up to €110 gross per employee and event, with a maximum of two events per year. A participant list must be kept as proof.
Am I insured against accidents during a company outing?
Yes, the statutory accident insurance covers official company events during the event period and on the direct path to and from the company outing. The presence of company management is a prerequisite.
What happens if a company outing is cancelled at short notice?
The cancellation can lead to demotivation, especially if it is a long-standing tradition. Transparent communication of the reasons is important to maintain employee trust.
Are political topics allowed at a company outing in the TV-L?
The focus should be on teambuilding. Political topics should be avoided to maintain neutrality and ensure acceptance among all employees.
What if I am sick on the day of the company outing?
In case of illness, the usual regulations apply. The employer may require a medical certificate to prove incapacity to work.
